Showing papers on "Job embeddedness published in 2022"

The interactive effects of socialization tactics and work locus of control on newcomer work adjustment, job embeddedness, and voluntary turnover

Abstract: Previous research has tended to focus on general best practices for onboarding organizational newcomers. In this study, we shift the conversation to instead address the question: for whom are certa...

The psychological mechanism linking life satisfaction and turnover intention among healthcare workers during the COVID-19 pandemic.

Abstract: BACKGROUND COVID-19 challenged and brought turmoil to the healthcare workers' mental and psychological well-being. Specifically, they are feeling tremendous pressure and many of them worry about their work conditions and even intent to leave them. In this situation, it is of utmost for them to satisfied their lives during the challenging situation. OBJECTIVE This paper explores the relationship of life satisfaction with an important aspect of healthcare workers' turnover intention during the COVID-19 pandemic. It was hypothesized that this relationship would be mediated by trust climate, and this mediation association would be stronger when workers experience job embeddedness in the workplace. METHODS Survey data were collected from the 520 healthcare workers. A moderated mediation examination was employed to test the hypotheses. RESULTS Results revealed that life satisfaction is positively related to a trusting climate that, in turn, is negatively related to workers' turnover intention. Moreover, the association between life satisfaction and turnover intention was moderated by job embeddedness. CONCLUSIONS Focusing on improving healthcare workers' job embeddedness and increasing their trust climate might enhance life satisfaction and reduce turnover intention. The implications of the findings are also discussed for research and practice.

How Network Embeddedness Affects Real-Time Performance Feedback: An Empirical Investigation

Abstract: Firms and organizations are increasingly using real-time performance feedback mechanisms to evaluate employees, where any employee (rather than just the supervisor) can rate other employees. Hence, a need arises to better understand how network positions of employees in such a system impact their performance. Analyzing nearly 4,000 feedback instances from employees at five major organizations that utilize such a real-time performance feedback application called DevelapMe, we explore the effects of network embeddedness—or the nature of relationships among employees—on performance rating scores according to two dimensions of embeddedness: (i) positional, the position of an individual in the emerging network of performance ratings, and (ii) structural, the extent to which a person is entrenched in a network of relationships. We visualize rating networks within organizations: Employees are nodes, and connections between nodes exist if an evaluation between the pair occurs. We find that specific aspects of network embeddedness affect performance rating scores differently. Our findings have important implications for the design of performance management systems using network analysis.

“How <i>dare</i> you?!”: A self‐verification perspective on how performance influences the effects of abusive supervision on job embeddedness and subsequent turnover

Abstract: Higher-performing employees are extremely important to organizations due to their superior contribution to unit performance and vaulted value within their teams. In turn, they espouse higher work-specific self-worth (WSSW) evaluations that influence how they react to abusive supervision. Taking a self-verification perspective, we theoretically explain how performance (through WSSW) augments the aversive nature of abusive supervision, which in turn affects higher-performing employees’ job embeddedness and subsequent decisions to quit their jobs. Across three field studies, our model is supported as we find that performance is positively related to WSSW, which magnifies the negative effects of abusive supervision on satisfaction. Consequently, we discover that as job performance (and in turn self worth) increases, abusive supervision indirectly reduces job embeddedness and increases turnover through two forms of satisfaction. We expound upon how these findings contribute to both theory and practice.

Beyond choosing to leave: The interactive effects of on- and off-the-job embeddedness on involuntary turnover.

Abstract: Job embeddedness is the net of influences in both work (on-the-job) and nonwork (off-the-job) domains that discourage employees from leaving their jobs. In this article, we argue that the entrenchment and increased investment associated with job embeddedness run parallel to the concept of role involvement from the work-family conflict literature. Drawing on this similarity, we extend theory and research regarding work-family conflict to develop and test predictions about the moderating role of off-the-job embeddedness on the effects of on-the-job embeddedness on involuntary turnover. Specifically, we predicted that being highly embedded on-the-job can reduce the likelihood of being fired because it increases job performance, but that these benefits are only accrued when employees are not also highly embedded off-the-job. We tested our predictions using a sample of 908 government employees from whom we collected performance and turnover data over time. Consistent with our predictions, among employees who were highly embedded on-the-job, those who were less embedded off-the-job were less likely to be terminated than those who were more embedded off-the-job. However, job performance did not explain this effect. In addition to providing a rare examination of involuntary turnover, we contribute to the job embeddedness literature by demonstrating the importance of distinguishing between, and simultaneously examining, on- and off-the-job embeddedness and their unique, multiplicative effects. We also demonstrate the utility of the WFC literature in advancing theory and research on job embeddedness. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Does dysfunctional customer behavior really impact the turnover intention of hotel guest-contact employees? The role of wisdom leadership and job embeddedness

Abstract: ABSTRACT The study highlights how dysfunctional customer behavior affects the hotel’s guest-contact employee turnover intention by performing the role of wisdom leadership and job embeddedness. The model was tested using data collected from 325 guest-contact employees in Omani 4 and 5-star hotels. The results suggest that dysfunctional customer behavior increases the likelihood of employee turnover. Wisdom leadership plays a mitigating role in the relationship between dysfunctional customer behavior and employee turnover. Female respondents supported the notion that employees’ cognitive rumination is positively related to employee turnover intention and that customer dysfunctional behavior has a positive relationship with employee turnover. Emotional exhaustion partially mediates the relationship between dysfunctional customer behavior and employee turnover. However, cognitive rumination and employee stress do not mediate the relationship between dysfunctional customer behavior and employee turnover. On the other hand, males showed better support on the basis that wisdom leadership moderates the association between dysfunctional customer behavior and employee turnover. The paper concludes by contributing various implications and directions for future research.

Nexus of Ethical Leadership, Career Satisfaction, Job Embeddedness, and Work Engagement in Hospitality Industry: A Sequential Mediation Assessment

Abstract: The paper proposes a research model explaining the sequential mediation effect of job embeddedness (JE) and work engagement (WENG) between ethical leadership (EL) and career satisfaction (CS). The model also examines whether JE heightens WENG, a factor indirectly influenced by ethical practices ending in employee satisfaction. The study used a time-lagged data collection procedure and survey responses of 247 hotel workers in China. Data were analyzed through structural equation modeling. The results showed that EL directly and indirectly (through sequential mediation effect of JE and WENG) contributes to employee CS. The present empirical framework extends the hospitality industry literature by explaining the precise mechanism (i.e., JE and WENG) through which EL generates CS among hospitality workers in China. The paper offers theoretical and practical implications and future research directions.

Loyalty as a Guide to Organizational Retention: Applying Moral Foundation Theory to Hospitality

Abstract: Moral Foundations Theory is used to help explain human behavior and beliefs across cultural contexts. In this study, one specific foundation, loyalty, was used to predict intentions to stay in an organization and job embeddedness. Regulatory focus was proposed as a moderator to the association with prevention focus being found to be particularly salient. A total of 744 hospitality workers were recruited and acted as participants for this study. A two-wave time-lagged design was applied for the data collection. The results showed that loyalty as a moral foundation predicted organizational retention, and that the association was mediated by job embeddedness. Furthermore, the results suggested that prevention focus moderates the relations between hospitality employees’ loyalty and job embeddedness, and between loyalty and intention to stay. The positive associations become stronger for the prevention-focused employees.

How leader–member exchange affects job embeddedness and job dedication through employee advocacy

Abstract: Purpose Compatible with the principles of leader–member exchange (LMX) theory and social exchange theory (SET), the study explores the effect of LMX on job embeddedness and job dedication and the mediating role of employee advocacy. Design/methodology/approach The data were gathered via a survey at four hotels in Izmir. To test the reliability and validity, 194 valid questionnaires were subjected to confirmatory factor analysis and path analysis. Structural equation modelling was used to test the hypothesized relationships. Findings The results show that high quality LMX and employee advocacy increase the hotel employees' job embeddedness and job dedication. In addition, the results show that employee advocacy has a partial mediating effect on the relationships between LMX and job embeddedness, and between LMX and job dedication. Originality/value Although past researches have examined both various determinants of employee job embeddedness and job dedication, and consequences of high-quality LMX, they have ignored a critical factor, which is employee advocacy. This current study addresses this research gap by investigating the interrelations between LMX and job embeddedness, and job advocacy through employee advocacy in hotels. Moreover, this research is the first empirical study that analyzes the relationships between LMX, job embeddedness, job dedication and employee advocacy in the same model. Therefore, this research contributes to hospitality literature by filling this gap.

Career agility and career embeddedness as psychological needs of the value-oriented psychological contract

Abstract: The present study drew from modern person-environment’s needs-supply fit theory and assessed the extent to which career embeddedness acted as a moderator in the link between individuals’ career agility and their perceptions of the value-oriented psychological contract. A sample of (N = 293; mean age = 38.58 years) employees in the human resources and financial services industry participated in the study. Moderated regression results demonstrated that career embeddedness moderated the link between high levels of career agility (career navigation and agile learning) and positive perceptions of value-oriented obligated employee attitudinal inputs, including organisational obligated outcomes of job characteristics, career development opportunities, relationships, and rewards. The findings of the study inform career development support practices for the career agile employee in organisations who invest in the value-oriented psychological contract.

Embeddedness and perceived oneness: Examining the effects of job embeddedness and its trajectory on employee proactivity via an identification perspective.

Abstract: Although job embeddedness has consistently been shown to be associated with positive workplace behaviors, our theoretical understanding of such associations remains far behind our empirical knowledge. In particular, it is unclear how job embeddedness goes beyond its common conceptualization as "stuckness" to motivate employees' discretionary, change-oriented behaviors at work. To this end, we trace the original theoretical foundation of job embeddedness theory in field theory and establish its theoretical connection to social identity theory. We propose that increased organizational identification is an intrinsic psychological mechanism through which job embeddedness motivates proactive behaviors from employees. Further informed by field theory, we also examine the implications of job embeddedness change over time. We propose that a more positive trajectory of embeddedness over time contributes to enhanced organizational identification and employee proactivity, above and beyond the absolute level of embeddedness. We report a longitudinal study that surveyed 264 employees at three points in time over the course of 1 year and provide substantial support for the hypotheses. Implications of our work are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Turnover intentions: the roles of job satisfaction and family support

Abstract: PurposeThis paper examines the factors that influence the work attitudes of employees and the conditional effects of family support on the job demand–turnover intention relationship.Design/methodology/approachThe authors used a sample of 231 employees working in the manufacturing industry in Vietnam to test the conceptual model.FindingsDrawing upon the job demands-resources (JD-R) model and job embeddedness theory, the authors found that employees' psychological capital and family support influenced turnover intentions through enhancing their job satisfaction. The authors also found that the influence of job demands on turnover intentions was altered when employees had higher levels of family support.Originality/valueThis study provides important insights for human resource managers regarding what may influence employees' job satisfaction and turnover intentions. The findings advance turnover literature by highlighting the important roles of both internal resources (psychological capital) and external resources (family support) in influencing employee turnover intentions in Vietnam.

Job embeddedness as a mediator of the effects of organizational antecedents on voluntary turnover intention of hotel employees in Nigeria

Abstract: Abstract There is a dearth of research on Organizational Job Embeddedness in the hospitality and tourism industry. Drawing from the Social Exchange Theory, Conservation of Resource Theory, Job Embeddedness Theory, and Ability-Motivation-Opportunity frameworks, this study addresses the gap. A self-reported survey of 320 frontline hotel workers from Abuja Nigeria is used to analyze the proposed hypotheses using PLS-SEM. The findings indicate that Coworker Support, Organizational Rewards, Manager Trust, and Growth Opportunities directly predict Organizational Job Embeddedness. Furthermore, Organizational Job Embeddedness was established as a significant mediator between the predictors and Voluntary Turnover Intentions. The study’s implications for practices and limitations are discussed.

How to motivate hotel employees' innovation service behaviours: The mediating role of job embeddedness

Abstract: The hotel industry emphasizes customer service. The creation of unique and innovative service experiences by employees depends on the effective stimulation of employees to show innovation service behaviour that is beneficial to the organization. This study believed that although more and more scholars and organizations realize the importance of service innovation, there is still room for development in theory and practice. Therefore, this study explored the relationships among organizational climate for innovation, service orientation, job embeddedness and employees' innovative behaviour. A total of 291 valid questionnaires were collected through a questionnaire survey. A positive relationship was found among organizational climate for innovation, service orientation, job embeddedness and innovation service behaviour. Noteworthily, service orientation is not only related to employees' job embeddedness but also related to their innovative service behaviours conducive to the hotel. Therefore, this study suggested that the hotel industry creates an atmosphere and resources that help employees demonstrate innovation. Furthermore, support and encouragement from the organization can inspire employees to have a positive work attitude and show innovative service behaviour beneficial to the organization.

Linking meaningful work and nurse turnover intention: a multilevel modeling

Abstract: PurposeThis study aims to examine the moderating role of perceived supervisor support at the team level on the relationships between meaningful work, job embeddedness, and turnover intention at the individual level.Design/methodology/approachA cross-sectional study was performed in 52 work-units from private general hospitals in Thailand. A total of 719 nurses completed a self-reported questionnaire. The hypotheses were tested through a multilevel approach.FindingsThe results indicate that job embeddedness mediates the relationship between meaningful work and intention to quit, and that perceived supervisor support at the team level reduces turnover intention by reinforcing the impact of meaningful work on job embeddedness.Research limitations/implicationsDespite a possible absence of common method variance, social desirability bias may exist due to a single-source survey data. The generalizability of the findings may be limited due to the nature of the sample, which involved only one industry.Practical implicationsCoaching supervisors on management and communication styles and providing team members with a say in concerns and expectations potentially improve how supervisors can be more supportive toward their respective team members.Originality/valueThe novelty of this study lies in its inclusion of meaningful work and a supportive constituent from team supervisors in the mediational pathway of job embeddedness-turnover model by considering a cross-level perspective.

Effects of job embeddedness and nursing working environment on turnover intention among trauma center nurses: A cross-sectional study.

Abstract: AIM To investigate the effects of job embeddedness and nursing working environment on trauma center nurses' turnover intention. BACKGROUND Trauma center nurses have higher average turnover intention than hospital nurses. However, factors that increase the turnover intention of trauma center nurses remain unexplored. METHODS This cross-sectional study was conducted from August to October 2019, with 120 trauma center nurses working at three trauma centers in B, D, and U cities using measures of demographic characteristics, job embeddedness, nursing working environment, and turnover intention. RESULTS The mean turnover intention score was 3.60/5 points. There were significant correlations among turnover intention and fit, sacrifice, foundation for quality nursing, ability and leadership of nursing managers, cooperation of nurses and doctors, nurse participation in hospital management, and sufficient manpower and material support. Turnover intention was predicted by nurse participation in hospital management, gender, clinical experience, and fit, which explained 54%. CONCLUSIONS Factors that influence nurses' turnover intention at trauma centers were gender, clinical experience, job fit, and especially, nurses' participation in hospital management, which had the most effect on the nursing working environment. IMPLICATIONS FOR NURSING MANAGEMENT To expand participation of trauma center nurses, hospital management systems and organizational culture need improvement.

Employees’ Entrepreneurial Dreams and Turnover Intention to Start-Up: The Moderating Role of Job Embeddedness

Abstract: Many people have entrepreneurial dreams in mind, yet existing research has neglected to focus on this phenomenon. This paper introduces the concept of entrepreneurial dreams, constructs a model of the relationship between entrepreneurial dreams and turnover intention to start-up, based on identity theory and prospect theory, and empirically analyses the mechanism of the effect of entrepreneurial dreams on turnover intention to start-up. Through the analysis of data from two multi-provincial and multi-wave employee studies (Study 1 N = 198, Study 2 N = 227), the findings show that: (1) employees’ entrepreneurial dreams positively influence turnover intention to start-up; (2) employees’ entrepreneurial dreams can stimulate employees’ sense of entrepreneurial self-efficacy, thus positively influencing turnover intention to start-up; (3) job embeddedness plays a moderating role in the relationship between entrepreneurial self-efficacy and turnover intention to start-up, specifically, the higher the degree of job embeddedness, the weaker the effect of entrepreneurial self-efficacy on turnover intention to start-up; (4) job embeddedness moderates the indirect effect of entrepreneurial dreams on turnover intention to start-up through entrepreneurial self-efficacy, specifically, the higher the degree of job embeddedness, the weaker the indirect effect of entrepreneurial dreams on turnover intention to start-up through entrepreneurial self-efficacy. This study reveals the mediating role of employees’ entrepreneurial self-efficacy and the moderating role of job embeddedness in the influence of entrepreneurial dreams on employees’ turnover intention to start-up, which provides theoretical and practical references for relevant organizations.

The Impact of COVID-19 Pandemic on Corporate Social Responsibility and Job Embeddedness in China

Abstract: This article aims to investigate the impact of employee perceptions of corporate social responsibility (CSR) on job embeddedness under the drastic circumstances of coronavirus disease 2019 (COVID-19). This study also investigated the role of organizational identification as a psychological mechanism linking employee perceptions of corporate social responsibility (CSR) to job embeddedness. Survey data were collected from 325 employees in banking industry of China and analyzed using partial least squares structural equation modeling (PLS-SEM). Results revealed that CSR to employees and organizational identification were positively and significantly related to job embeddedness, while CSR to customers, CSR to government, and CSR to society did not significantly predict job embeddedness. Organizational identification fully mediated the relationship between CSR to customers, CSR to government, CSR to society and job embeddedness, and partially mediated the relationship between CSR to employees and job embeddedness. The results suggest engaging in CSR activities can lead employees to identify themselves with the organization and enhance their embeddedness. The article concludes with several implications for practice and recommendations for future research.

An examination of job embeddedness and organizational commitment in the context of HRD practices

Abstract: Purpose This paper aims to apply the theoretical perspective of job embeddedness to delineate how organizations could bundle and implement specific HRD practices that cater to fit, connections and the psychological costs of leaving to influence employees’ organizational commitment. Design/methodology/approach Using a dual-study approach, the current research uses survey responses collected from two samples of working adults to test the theorized framework using structural equation modelling. Findings Replicated results reveal that on-the-job embeddedness predicts affective commitment. There was no association between embeddedness at the community level and organizational commitment in either study. Originality/value This research offers a fresh perspective to explore the direct influence that embeddedness has on organizational commitment in the context of HRD practices.

직무배태성 개념의 확장

Abstract: 본 연구는 직장인들의 이직과 잔류를 예측하는 가정배태성 척도의 국내 타당화 연구이다. 연구에 앞서 Ramesh와 Gelfand(2010)가 개발한 가정배태성 척도를 번역-역번역 과정을 통해 문항을 도출하였다. 연구 1에서 총 300명의 직장인들에게 설문을 실시하여 가정배태성과 관련 변수들을 측정하였다. 다음으로 탐색적 요인분석을 실시하여 가정적합 4문항, 가정연계 2문항, 가정희생 3문항을 최종적으로 추출하였고, 관련 변수들 간 상관분석을 통해 수렴ㆍ변별 타당도를 확인하였다. 연구 2에서는 329명의 직장인들에게 6개월에 걸친 종단측정을 실시하여 가정배태성과 기존 이직 관련 변수들이 실제 자발적 이직에 미치는 영향력을 확인하였다. 확인적 요인분석을 실시하여 연구 1에서 확인된 요인구조의 타당성을 재확인하였으며, 로지스틱 회귀분석을 통해 기존 이직 관련 예측변수들을 통제 후 가정배태성의 유의미한 증분설명량을 검증하여 준거 관련 타당도를 확인하였다.

Job embeddedness profiles: Associations with supervisor relations, job satisfaction, and work engagement

Abstract: Abstract This study aimed to identify job embeddedness profiles of employees in a paper manufacturing organization in South Africa and examine the associations between these profiles and employees’ relations with supervisors and their job satisfaction and work engagement. A sample of 213 participants from a paper manufacturing organization in South Africa took part in a cross-sectional survey. The Job Embeddedness Scale, the Employment Relations Scale, the Job Satisfaction Scale, and the Work Engagement Scale were administered. The results indicated four job embeddedness profiles: links-based, balanced-high, moderate links- and fit-based, and moderate sacrifice-based job embeddedness. The balanced-high job embeddedness profile (characterized by moderate embeddedness in terms of links, but high embeddedness in fit and sacrifice) was associated with the most favorable outcomes. Compared to the other three profiles, the balanced-high and moderate links- and fit-based embeddedness profiles were associated with more positive supervisor relations. The balanced-high embeddedness profile was associated with higher job satisfaction and work engagement scores. The results showed that positive supervisor relations (as an antecedent) was associated with job embeddedness profiles, which mattered for employees’ levels of job satisfaction and work engagement.

Do Personality Variables Predict Job Embeddedness and Proclivity to Be Absent from Work?

Abstract: The current knowledge base lacks evidence about situational- and surface-level personality variables and their impacts on job embeddedness and proclivity to be absent from work. With this recognition, drawing from the hierarchical personality model and fit theory as well as job embeddedness theory, our paper explores the influences of job resourcefulness (JR) and customer orientation (CO) on job embeddedness and propensity to be absent from work. We tapped time-lagged data gathered from hotel customer-contact employees in the United Arab Emirates to assess the aforementioned linkages via structural equation modeling. CO is a complete mediator between JR and job embeddedness, while job embeddedness completely mediates the linkage between CO and absence intentions. Specifically, hotel employees who can work under a resource-depleted environment are high on CO and therefore display job embeddedness at elevated levels. In addition, customer-oriented hotel employees have higher job embeddedness and therefore exhibit lower absence intentions.

The effect of abusive supervision on turnover intentions: on-the-job embeddedness versus traditional attitudinal constructs

Abstract: Our paper examines whether the impact of abusive supervision on on-the-job embeddedness (JEM) is stronger than on job satisfaction (JSAT), affective organizational commitment (AOC), and turnover intentions. We also examine whether the mediation impact of on-the-JEM in the linkage between abusive supervision and turnover intentions is stronger than the mediation impacts of JSAT and AOC. Data gathered from restaurant service workers in three waves in Ghana were used to test the abovementioned linkages via structural equation modeling. The findings illustrate that all hypotheses are supported. Specifically, the influence of abusive supervision on on-the-JEM is stronger than on traditional attitudinal variables. Additional findings demonstrate that the mediation effect of on-the-JEM in the relationship between abusive supervision and proclivity to quit is stronger than the mediation effects of JSAT and AOC. Implications for theory and managers are offered in our paper.

Do broken promises matter? The effects of psychological contract breach on job embeddedness and nurses' work attitudes

Abstract: PurposeThis research investigates the effects of psychological contract breach on the fit, links and sacrifice dimensions of job embeddedness as well as the mediating roles of these three subcomponents in the relationships between psychological contract breach and nurses' work attitudes.Design/methodology/approachData were collected from 591 nurses from private general hospitals in northern Thailand. The hypotheses were tested and analyzed by means of a confirmatory factor analysis, structural equation modeling and a bootstrapping procedure.FindingsThe results indicate that psychological contract breach was negatively associated with the three dimensions of job embeddedness, signifying that the fit, links and sacrifice dimensions are distinct constructs. Also, these three subcomponents mediated the relationship between psychological contract breach and loyal boosterism. Only the links and sacrifice dimensions were found to have mediating effects on turnover intention.Research limitations/implicationsFuture research may consider longitudinal data to avoid potential method biases and draw causal inferences among study variables. Employing cross-cultural research in future studies would also be beneficial.Practical implicationsIf possible, health care organizations should not make any promises that they cannot keep or fulfill. Fine-tuning expectation and managing communication in a timely manner may signal commitments to fulfill the contracts and minimize any potential inducement-outcome discrepancies.Originality/valueThis study adds to the literature by furthering understanding of the employee-organization relationship through the lens of psychological contract and job embeddedness theories.

SIE identity strain, job embeddedness and expatriate outcomes: within-domain and spillover buffering effects of off-the-job relationship building

Abstract: Self-initiative expatriates (SIEs) are increasingly important to the global talent pool. However, they are vulnerable to identity strain due to their self-initiative status and tendency to maintain their previous identity during temporary stays in the host country. Drawing on conservation of resources theory, we establish a resource-based model to examine the indirect effects of SIEs’ identity strain on expatriate outcomes (performance, work withdrawal, repatriation intention) through on-the-job and off-the-job embeddedness, with off-the-job relationship building as the boundary condition. With a two-wave research design, we collected data from 103 Chinese visiting scholars at 48 American universities in 2017. The results show that identity strain has indirect effects on all three expatriate outcomes through on-the-job embeddedness and an indirect effect on repatriation intention through off-the-job embeddedness. Off-the-job relationship building buffers the indirect effects of identity strain on expatriate outcomes via on-the-job embeddedness rather than off-the-job embeddedness.

The Impact of Moral Leadership on Construction Employees' Psychological Behaviors

Abstract: In construction companies, employee burnout rates and negative socioemotional behaviors (NSEBs) are severe problems for the management. Work-related problems are then visible in the employee's psychological behaviors and consequent outcomes. The literature on organizational behavior argues that moral leadership can evade burnout and NSEB. Following the arguments, this article attempts to examine the impact of moral leadership on the employee's burnout and NSEB through the mediating variables of job embeddedness, and distributive justice in the construction industry. By using the social exchange theory, this article analyzes the data of 302 employees from construction companies in Hong Kong to assess these relationships. The results showed a negative relationship between moral leadership and the construction employees’ burnout. This article provides construction companies and their managers with useful insights on the way the moral leadership mediate through job embeddedness and distributive justice to curtail the employees' burnout. The results of this article also motivate scholars to investigate the multidimensional role of moral leadership in their future research.

Job Crafting and Nurses' Presenteeism: The Effects of Job Embeddedness and Job Irreplaceability

Abstract: Background Presenteeism is defined as the behavior of people who insist on attending work despite complaints of ill health that should prompt rest and absence from work. Due to the heavy workloads and irreplaceable duties of the nursing service, nurses are a typical representative group suffering from presenteeism. Although more scholars have recently begun focusing on presenteeism, an abundant number of studies have tended to focus on presenteeism's external objective factors. There is, thus, a lack of studies based on variables related to the intra-individual initiative. This study aimed to address this gap by exploring the relationship between job crafting and nurses' presenteeism from the perspective of the individual internal initiative. Furthermore, this study also aimed to examine job embeddedness' mediating effect and job irreplaceability's moderating effect on presenteeism. Methods A total of 900 nurses from a 3A-graded hospital in Henan Province were invited to participate in the online study in October, November, and December 2021, respectively. Participants were asked to complete Self-report scales on job crafting, job embeddedness, job irreplaceability, and presenteeism at three time points above. Job crafting was measured at Time 1, job embeddedness and job irreplaceability were measured at Time 2, and presenteeism was measured at Time 3. Results Presenteeism was significantly associated with differences in participants' age and tenure. Job crafting was significantly positively associated with job embeddedness, and job embeddedness was significantly negatively correlated with presenteeism. Job embeddedness mediated the relationship between job crafting and presenteeism. Job irreplaceability moderated the relationship between job embeddedness and presenteeism. Conclusions This study explored job crafting's influence mechanism on nurses' presenteeism, which is beneficial to providing effective suggestions for managing and preventing the incidence of nurses' presenteeism. Future research should consider expanding the sampling area and enriching the occupational fields of included participants to conduct a more in-depth discussion on the relationship between job crafting and nurses' presenteeism.